Student’s Name:

Lecturer’s Name:

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Subject:

Date:

Types
of performance management processes

Performance
management is a correspondence procedure by which the managers and employees cooperate
to plan, screen and audit employee’s job objectives and overall commitment to
the organization. Besides being an annual performance audit, performance
management is a recurrent procedure of setting goals, evaluating progress, and
providing continuous training and feedback to guarantee that employees
accomplishing their objectives and profession goals (Performance Management
Process, 3). Ideally,
performance management is a persistent procedure of planning, instructing and
inspecting employees’ performance. The type of performance management process
is dependent on the type and objective of the organization (Martin, David, and
Kathryn, 12).

360
Degree Appraisal

It
incorporates feedback from the manager, supervisors, customers, team members
and any direct reports. In this method of performance review, employee’s
complete profile has to be collected and assessed. In addition to evaluating an
employee’s work performance and technical skill set, an appraiser collects an
in-depth feedback of the employee from his/her direct team members and
supervisors. Although the method of appraisal is laborious as opposed to other
methods, it is the most effective to use because it is unbiased and provides a
mulita-dimensional point of view.

Management
Objective based

It
is an objective type of appraisal which falls under contemporary approach of
performance management. In objective based performance review, manager and
employees set specific and realistic goals to be achieved within a set period
of time. Hence, it is a simple and clear evaluation system that allows the
appraiser to define success and failure easily.

Critical
Incidents

It
is a strategy for performance appraisal that involves identifying and
characterizing certain extreme occasions where the employee accomplished
something extremely well or something requiring improvements. Essentially, for
a critical incidence performance appraisal to be effective, it is imperative that
the employer keep detailed information of his/her employees.

Impacts
of training on employees and organizational performance

Training
has the fundamental role in accomplishing an organizational objectives by
incorporating the interests of the firm and its employees. Essentially,
training enhances the efficiency and the effectiveness of both the employer and
the employees. In addition, training enhances the capabilities of employees.
Hence, employees who are more acquainted with the job’s requirement have better
performance rating than their inexperienced counterparts. Also, the
organization performance is dependent on its employees’ performance due to the
fact that human resource influence the well-being of an organization (Martin,
David, and Kathryn, 12).

Additionally,
training increases employee’s self-esteem and morale as they are much acquitted
with the job’s requirement and the workings of the organization. Consequently,
training improves an organization’s financial status. Unsatisfactory performance
often results when employees lack enough information of what entails their job.
Therefore, training aids in illuminating performance related problems by
explaining job details thus reducing duplication of work, and resources used in
correcting errors. In addition, training enhance employees’ performance, reduce
staff turnovers and lower the overall maintenance cost by minimizing equipment
failure as well as reduces clients’ complaints. Generally, satisfactory
performance from employees’ results to reduced supervision and increase
employees total output (Impact of Training and Development, 6)

 

Works
cited

Impact
of Training and Development on Organizational Effectiveness: Evidence from
Selected Public Sector Organizations in Nigeria.
The International Institute for Science, Technology and Education (IISTE, 2014.
Internet resource. https://pdfs.semanticscholar.org/b009/edab827be0d78fc2c5bdd89f42c64f6dcb15.pdf.
Accessed 31st Jan 2018

Martin,
David C, and Kathryn M. Bartol. “Training the Raters: A Key to Effective
Performance Appraisal.” Public Personnel Management. 15.2
(1986). Print. http://journals.sagepub.com/doi/abs/10.1177/009102608601500201.
Accessed 31st Jan 2018

Performance
Management Process (pmp) Report. Oklahoma Office of
Personnel Management, 2010. Internet resource. https://www.ok.gov/opm/documents/PMPHandbook.pdf.
Accessed 31st Jan 2018